Future Challenges for Practices of Diversity Management in Organizations
Future Challenges for Practices of Diversity Management in Organizations
复制标题
组织中多元化管理实践的未来挑战
DOI：
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发表时间：
2015
期刊：
影响因子：
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通讯作者：
A. Wahl
中科院分区：
文献类型：
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作者：
Yvonne Benschop;Charlotte Holgersson;M. Brink;A. Wahl
在本章中，我们将集中讨论一系列在组织中流行的多样性实践：培训、指导和网络。这些做法因缺乏转变而受到学术界的批评。他们通常被视为针对“其他”员工，使他们与大多数员工平起平坐，使当前的系统完好无损。然而，它可以质疑是否价值观，做法和惯例确实保持完整的组织，从事多样性培训，辅导，和网络。本章的目的是更好地评估这些流行的多样性实践的变革潜力。变革潜力的概念是指多样性做法通过改变组织工作做法、规范、惯例和互动来减少不平等的潜力。我们使用所谓的3D模型，它提供了一种评估多样性实践的系统方法。我们发现，培训、指导和网络可以代表许多不同的东西，因此，对这些干预措施中的任何一种都不正确，就像对它们进行一般性的赞扬一样。我们的结论是，挑战结构性歧视和解决利益冲突的多维权力视角是任何争取变革的多样性实践的关键。
In this chapter, we zoom in on a set of diversity practices that prevail in organizations: training, mentoring, and networks. These practices meet scholarly critique for their lack of transformation. They are often seen as targeting ‘the Other’ employees to get them at par with majority employees, leaving the current system intact. However, it can be questioned whether values, practices and routines indeed remain intact in the organizations that engage in diversity training, mentoring, and networks. The aim of this chapter is to come to a better assessment of the transformative potential of these popular diversity practices. The notion of transformative potential means the potential for diversity practices to diminish inequalities by changing organizational work practices, norms, routines and interactions. We use the so-called 3D model that provides a systematic way of assessing diversity practices. We find that training, mentoring and networking can denote so many different things that it is as incorrect to dismiss any single of these interventions, as it is to praise them in general. We conclude that a multi-dimensional power perspective challenging structural discrimination and addressing conflicting interests is key to any diversity practice that strives for transformative change.